1. Team Management

2. Intro: Portland Ten Entrepreneur development organization with the mission to get 10 Portland companies to $1MM within 18 months. 30 alumni, 5 cycles of 2 bootcamps (Portland Ten, Six Week Sprint), 25 Community Partners & Sponsors , 5 advisors, 5 staff, 10 volunteers, started Feb 2009. Profile client: ShopIgniter, $3MM of venture capital within 6 months of graduating, exceeded $1MM+ in revenue within 12 months. Partners with PDC, NedSpace, OEN, Voyager Capital, Willamette University, Mercy Corps NW, Perkins & Company, Davis, Wright Tremaine, Silicon Valley Bank, Startup Weekend, Civic Apps, FundingUniverse, and many more. Grant by Portland Development Commission: $35,000, May 2010.

3. Intro: Today’s Meeting Team Management Overview basic team architecture Gauge gaps on your team Review some simple team management tactics Construct simple org chart, basic roles/resp, compensation, team management structure

4. The Ideal Team Board/Advisors Management Team Staff

5. The Ideal Team Money/Rolodex Industry Strategy/Experience VP Biz DEv Product CEO Sales/Mktg Developers Ops Service Prov.

6. Where Are The Gaps on Your Team? Money/Rolodex Industry Strategy/Experience VP Biz DEv Product CEO Sales/Mktg Developers Ops Service Prov.

7. Roles Advisory Management Employees/Staff/Contract

8. Advisors Experience Perspective Accountability CEO support/advising Financial accountability Connections Funding/Fundraising Strategic direction

9. Management Team C-level, “architect”-talent talent in Exec/Biz Dev, Product, Sales/Marketing, Ops, Finance Heavyweight contributors Management experience, industry connections Able to build a process from the ground floor, hire additional employees, make improvements Founder/Founding employee status Equity compensation Co-decision makers, rapport, share control

10. Employees/Staff/Contractors Employee, “programmer/hacker”-talent in Sales, Marketing, Product, Operations Mid-weight contributors Able to be managed Some experience, but not expert or highly connected Able to withstand startup environment, manage risk Able to follow an already existing process or make small improvements to an existing one Employee/contractor status Cash compensation, standardized schedule/role Non-decision maker, maintain good employee habits

11. Checking In Questions/comments so far?

12. Some Team Mgmt Tactics Clarify roles via verbal conversation & written documentation Identify team needs/wants & meet them consistently Establish clear schedules, compensation structure & pay dates Have a regularly scheduled team meeting/update Add to the team’s “morale bank” regularly– team parties, 1-on-1 meetings, perks & fun Meet 1/x month or 1/x quarter w/ advisors Always take the hit first, and address team issues privately & specifically when needed

13. Task: Org Chart Construct simple org chart: Basic roles/resp Compensation Team management structure

14. Next Steps: Org Chart What are the next 5-10 action items to make your team more secure? 1. 2. 3. 4. 5.

15. Recap Team Management Overviewed basic team architecture Gauge gaps on your team Review some simple team management tactics Construct simple org chart, basic roles/resp, compensation, team management structure

16. Questions?

17. Carolynn Duncan Director, Portland Ten cduncan@portlandten.com www.portlandten.com 503.707.7763